Core Points - The discussion around menstrual leave has gained significant attention, highlighting the complexities and challenges associated with its implementation and acceptance in the workplace [1][2][3] Group 1: Policy Background - Menstrual leave was first introduced in China in 1993, allowing women with severe menstrual pain to take 1-2 days off after medical confirmation [1][4] - Approximately 20 provinces and cities in China have established regulations regarding menstrual leave, typically allowing for 1-2 days off, with some regions permitting up to 3 days [4][5] Group 2: Implementation Challenges - There are significant discrepancies in the application of menstrual leave across different regions, including eligibility, pay status, and required medical documentation [5][6] - Many provinces require women to provide medical proof of "severe menstrual pain" or "excessive menstruation," which can be difficult to obtain [7][9] Group 3: Employee Experiences - Employees report facing challenges when attempting to take menstrual leave, including the fear of losing bonuses or facing workplace discrimination [8][10] - The subjective nature of menstrual pain makes it difficult to quantify, leading to additional hurdles in obtaining leave [9] Group 4: International Perspectives - Spain became the first EU country to approve menstrual leave, allowing women diagnosed with "secondary dysmenorrhea" to take paid leave, but the implementation has faced challenges [14][15] - Other countries like Japan and South Korea have established similar policies, but cultural attitudes and workplace dynamics often hinder their effective use [18][20] Group 5: Corporate Responses - Some companies, like Carrefour in France, have begun to address women's health issues by offering specific leave for conditions like endometriosis, reflecting a growing awareness of the need for supportive workplace policies [22][24] - However, concerns remain that menstrual leave could reinforce negative stereotypes about women's capabilities in the workplace [26][27]

Core Viewpoint - The topic of "menstrual leave" has gained significant attention, with approximately 20 provinces and cities in China, including Beijing, Shanghai, and Guangdong, officially recognizing this right for female workers, allowing for rest periods typically ranging from 1 to 2 days, with a maximum of 3 days [1][3]. Summary by Sections Historical Context - The concept of menstrual leave is not new; it dates back to 1993 when the Ministry of Health and the All-China Federation of Trade Unions issued regulations allowing female workers with severe menstrual pain to take 1 to 2 days off during their menstrual period, based on medical diagnosis [1]. Implementation Across Regions - Currently, 20 provinces have implemented menstrual leave policies, with varying details such as the number of rest days and the requirement for medical proof [3][4]. - The table outlines the specific implementation dates and rest days for various provinces, showing that most provinces allow 1 to 2 days of leave, while some, like Hunan and Fujian, provide "appropriate rest" without specifying days [4]. Variations in Policy - There are distinctions in the applicability of menstrual leave based on job types and whether medical proof is required. For instance, in Shanghai and Guangdong, only specific job categories qualify for this leave, while 11 out of 15 provinces that offer leave to all women require medical documentation [5][6]. Specific Case of Guangdong - In Guangdong, the regulations state that female workers engaged in standing work for over 4 hours can apply for appropriate breaks during their menstrual period [8]. - Employers are also encouraged to provide necessary sanitary products or hygiene allowances to female employees [9]. Shenzhen's Clarification - Shenzhen has explicitly stated that women diagnosed with severe menstrual pain can take 1 to 2 days off, as confirmed by the local human resources department in response to a proposal regarding the protection of female workers' rights [10].

Core Viewpoint - The topic of menstrual leave has gained significant attention, with approximately 20 provinces and cities in China, including Beijing, Shanghai, and Guangdong, officially recognizing this right for female workers, allowing for rest periods typically ranging from 1 to 2 days, with a maximum of 3 days in some cases [2][3][4]. Summary by Sections Implementation of Menstrual Leave - As of now, around 20 provinces have implemented menstrual leave policies, with specific details varying by region [3][4]. - The earliest regulations date back to 1993, when the Ministry of Health and the All-China Federation of Trade Unions established guidelines allowing for 1 to 2 days of leave for women diagnosed with severe menstrual pain [2]. Regional Variations - The table outlines the implementation dates and duration of menstrual leave across various provinces, with most allowing 1 to 2 days of leave, while some regions like Jiangxi permit up to 3 days [4]. - Differences in policies include the scope of applicable job types and whether medical proof is required for leave [5][6]. Challenges in Implementation - Despite the existence of these policies, many women face difficulties in actually taking menstrual leave, including the need for medical documentation and potential workplace discrimination [10][11]. - A study indicated that a significant percentage of women experience anxiety and discomfort during their menstrual periods, highlighting the need for supportive workplace policies [8]. Legal Framework - The Women's Rights Protection Law mandates that employers must protect women's rights to safety, health, and rest during work, particularly during menstruation, pregnancy, and breastfeeding [12][13]. - However, the lack of specific provisions in labor laws creates challenges for women seeking to assert their rights under these local regulations [11].